1052 Enrollment and Recruitment Manager-COB

POSITION IDENTIFICATION

TITLE Enrollment and Recruitment Manager-COB

CLASSIFICATION NUMBER 1052

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Dean, College of Business(COB)

MAJOR ADMINISTRATOR Provost

GENERAL FUNCTION

The primary duty of the Enrollment and Recruitment Manager, COB is to assist in achieving target enrollment and recruitment goals for graduate and undergraduate students pursuing any discipline within the College of Business.  The Enrollment and Recruitment Manager establishes and maintains effective communication with graduate and undergraduate student prospects, high school counselors and students, coordinates career fair participation, high school and community college visits, and assists with the development of publications and personal correspondence for prospective graduate and undergraduate COB students.  The Enrollment and Recruitment Manager provides students with scholarship information and assists them in developing strategies for scholarship renewal.  The Enrollment and Recruitment Manager assists prospective students with the admissions process as needed and performs other activities assigned by the Dean.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree from an accredited institution of higher learning is required.

Experience: At least two years of experience in a position with heavy public contact is required.

Skills: Strong verbal and written communication skills are required.  Excellent interpersonal skills, in particular, the ability to work with the public both in person and by telephone are required.  Sensitivity to issues related to the recruitment and retention of a diverse student body is required.  Excellent organizational skills are required.  The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Computer literacy is required; knowledge of databases is preferred.

Other: The scope of this position requires overnight, out-of-town travel and the ability to lift and carry materials and equipment weighing up to forty pounds.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Coordinates the student recruitment effort for the College of Business by ensuring representation at career and college fairs, making high school and community college visits, and providing prospective students information regarding admission requirements to the University and COB programs.

2. Supports the College of Business by participating in recruiting events as assigned.

3. Assists with the development of publications used for admission and recruitment to the College of Business, response to written, phone, email, and in-person inquiries, and meets with prospective students and parents.

4. Makes formal presentations and plans activities and events both on- and off-campus for prospective graduate and undergraduate students, their families, and high school counselors.

5. Coordinates and aligns COB graduate recruiting efforts and recruiting material with the Graduate College.

6. Provides information to students about the requirements for scholarships and scholarship renewal.

7. Monitors and maintains accurate records of prospective student contacts and prepares reports concerning recruitment activities.

8. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

9. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the Dean of the College of Business.

10. Contributes to the overall success of the College of Business by performing all other duties as assigned.

SUPERVISION

The Enrollment and Recruitment Manager, COB is supervised by the Dean of the College of Business and may supervise full-time, part-time and student employees.

OFFICE OF HUMAN RESOURCES

SEPTEMBER 2014

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.

Factor 2: Supervisory Responsibility

Level 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.

Factor 3: Interactions with Others

Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.

Factor 4: Job Controls and Guidelines

Level 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.

Factor 5: Managerial Responsibility

Level 2 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.